What kind of measures should I be adopting now to ensure attraction of the best talent in a candidate short market?
What kind of measures should I be adopting now to ensure attraction of the best talent in a candidate short market?
- Recruitment manager in retail, Brisbane
The impact the changing workforce demographic and candidate skills shortage will have on effective recruitment has been a much publicised topic. What this essentially means is organisations must become more creative, innovative and advanced in their recruitment methodologies and selection processes. There are a number of ways you can address these issues and ensure you have the best possible chance of securing the talent required.
Maximise your employment brand. Gain an understanding of your brand as an employer and maximise this where appropriate.
Demonstrate your employee value proposition. Clearly articulate to candidates what it means to them to be an employee of your company. Demonstrate the real benefits of them working for your organisation rather than the benefits you gain from having them work for you.
Manage the recruitment process as efficiently and effectively as possible. If you are seriously considering a candidate there is every chance you are not alone. Without compromising the integrity of the process you need to ensure that you are not being beaten to the punch. Ensure the process is conducted professionally and all interactions with the candidates promote both your employment brand and employee value proposition.
Partner effectively with your recruitment suppliers. If you choose to work with a recruitment supplier ensure you use them as a true partner in the process. Despite the reputation of some, many are focused on your result and have knowledge of and access to your target candidates.
Interim measure – make sure you get it right. If it is a business critical role or you are finding it difficult to source the ideal candidate then it is sensible to look for a short-term interim solution. This will ensure continuance of service provision, ensuring the overall impact on the business is minimised and you are not rushed in to making the wrong hiring decision.
Organisations addressing these key points will differentiate themselves from their competition in the recruitment market and will ensure they attract the best available talent.
By Scott Simpson and Richard Taylor, recruitment specialists, Hudson HR Recruitment. Tel: 02 8233 2199
Maximising the recruitment model
Our organisation is intending to undertake a major recruitment review and tender process in the near future. What recruitment models are currently available in the marketplace?
- Recruitment officer in finance, Sydney
There has been a proliferation of recruitment models (both in-house and outsourced) over the past five years, but most are simply variations on six main models in the Australian market.
Ad hoc. Recruitment is left to line managers who can choose to use external recruiters or recruit themselves. There is little consistency in the recruitment process from one recruiter to the next and the responsibility for success lies largely with the hiring manager.
In-house recruitment. All or nearly all recruitment is carried out in-house by specialised recruitment staff. While control is high, the recruitment process is heavily reliant on the resources and candidate sourcing abilities of the in-house team.
Preferred Supplier Agreement (PSA). A panel of external recruiters is selected centrally through a formal selection process (usually involving both HR and procurement), essentially to reduce the number of suppliers. The relationship is often based on an historical association and processes, KPIs, fees and the like may vary considerably.
Master vendor. The master vendor is a single supplier chosen to manage recruitment on behalf of the client. They usually have advanced selection processes and tools in place that are applied consistently across all levels of recruitment company-wide. Although the master vendor supplies most of the recruitment, subcontracted recruiters are used when they are unable to deliver.
Consortium. Similar to a master vendor arrangement, a consortium of recruitment companies is formed to provide a wide industry or geographic spread. In this model, the consortium members are able to develop a consistent approach to recruitment processes.
Managed Supplier Agreement (MSA). All recruitment is outsourced to a managed supplier, who does not provide recruitment services directly to the client, but manages the selection and performance management of suppliers. With one central point of contact, this model may provide clients with consistent fees and processes and access to multiple, specialist recruiters.
By Matt Webster, national marketing manager, CareersMultiList. Tel: 1300 666 177.
